i am working as HR Executive i am looking for which point are considered in Performance Appraisal.how it works in Organisation for The Salary Increment Process for employees ?
1. Set Roles & Responsibilities
2. Define KRA - Should be Mutually agreed
3. Based on KRA define KPI - Should be Mutually agreed
4. Monitor performance month wise
5. Review with Top management if Required once in 3 months/ quarter
6. Based on 12 month performance you can do the appraisal.
From India, Pune
4672. Define KRA - Should be Mutually agreed
3. Based on KRA define KPI - Should be Mutually agreed
4. Monitor performance month wise
5. Review with Top management if Required once in 3 months/ quarter
6. Based on 12 month performance you can do the appraisal.
From India, Pune
Dear Sadhana,
While agreeing with Mr.Prashant, here addition is that you can link those monthly monitored reports of KRAs,KPIs club them into a annual report, then decide the salary increments.
Top management can also be advised to have salary grids to link them to the annual appraisal reports so collected.
Going a step ahead when quarterly review of the employee performance by these set KRAs is done you can discuss with employees for making aware of their score/performance. The quarterly review helps to assess their achievements and shortfalls also.
You can even reward on quarterly basis if your budgets permit.
From India, Hyderabad
While agreeing with Mr.Prashant, here addition is that you can link those monthly monitored reports of KRAs,KPIs club them into a annual report, then decide the salary increments.
Top management can also be advised to have salary grids to link them to the annual appraisal reports so collected.
Going a step ahead when quarterly review of the employee performance by these set KRAs is done you can discuss with employees for making aware of their score/performance. The quarterly review helps to assess their achievements and shortfalls also.
You can even reward on quarterly basis if your budgets permit.
From India, Hyderabad
Hi Sadhna,
For performance Appraisal you can divide this in 3 parts to check the performance:
1. Task and Assignment
*This include the no's of projects and assignments given to employee and score as per their performance.
2.General Knowledge
* you can check their performance as per Job knowledge, Quality of Work, Responsibility, attendance, interpersonal relation and etc,
3. Last you can check with their inner strength and weakness and any special contribution.
I hope it will help you to check performance appraisals of employee.
Thanks
Arvind
From India, Moga
For performance Appraisal you can divide this in 3 parts to check the performance:
1. Task and Assignment
*This include the no's of projects and assignments given to employee and score as per their performance.
2.General Knowledge
* you can check their performance as per Job knowledge, Quality of Work, Responsibility, attendance, interpersonal relation and etc,
3. Last you can check with their inner strength and weakness and any special contribution.
I hope it will help you to check performance appraisals of employee.
Thanks
Arvind
From India, Moga
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Safety Always For All Riders- Wear Helmet & Follow the Traffic Rules & Signs.zip
Induction procedure points.doc
Procedure to be followed by employer in case of suppression - SC 21.7.2016.pdf